Organisation and Culture
Understanding Organisation.
Explain how an organisation culture develops overtime and how managers then try to understand, control and after cultures. To what extent might an organisation be considered to have a fragmented and divided set of culture? You should make reference to theory and practise in your answers.
What is the meaning and definition of organisation culture?
In an anthropological term, culture refers to underlying values, belief and codes of practice that makes a community for what it is. Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviours. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different than that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. similar to what you can use to get a feeling about someone's personality.
Organisations are diverse as a chruch, a hospital and IBM have characteristics in common. Accoding to Richard L. Daft authur of the book “Organisation theory and design”(seventh edition; P.12) definition of an organisations,“are social entities that are goal directed, are are designed as deliberately structured and coordinated activity systems, and are linked to the external environment”.
To examine cultural development first we need to know what you mean by the term “culture”. There are dozens of different definitions and measures of culture in the literature. Jim Harris, Ph.D. and Joan Brannick, Ph.D., co-authors of the book Finding and Keeping Great Employees (AMACOM, 1999), describe one way of
Explain how an organisation culture develops overtime and how managers then try to understand, control and after cultures. To what extent might an organisation be considered to have a fragmented and divided set of culture? You should make reference to theory and practise in your answers.
What is the meaning and definition of organisation culture?
In an anthropological term, culture refers to underlying values, belief and codes of practice that makes a community for what it is. Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviours. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different than that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. similar to what you can use to get a feeling about someone's personality.
Organisations are diverse as a chruch, a hospital and IBM have characteristics in common. Accoding to Richard L. Daft authur of the book “Organisation theory and design”(seventh edition; P.12) definition of an organisations,“are social entities that are goal directed, are are designed as deliberately structured and coordinated activity systems, and are linked to the external environment”.
To examine cultural development first we need to know what you mean by the term “culture”. There are dozens of different definitions and measures of culture in the literature. Jim Harris, Ph.D. and Joan Brannick, Ph.D., co-authors of the book Finding and Keeping Great Employees (AMACOM, 1999), describe one way of